For many job candidates, working with a recruiter is a new and unfamiliar experience. Below we address common questions about the process, while providing a few tips that we hope you find valuable. Please keep in mind that these tips are specific to SOLACE RECRUITMENT – other recruiting firms may work differently.
How SOLACE RECRUITMENT Works
SOLACE RECRUITMENT is a third-party recruiting firm, which means that we are contracted by our client companies to find candidates to fill open positions. Our overriding goals are to ensure that the employer is highly satisfied with the candidate we place in a given position, while ensuring that the candidate is in a role that best suits him or her.
How Do Recruiters Get Paid?
SOLACE RECRUITMENT receives a placement fee from an employer when we place a candidate in an open position within their organization. Unless the candidate is registering for a CUSTOMIZED PLACEMENT service
Who Does the Recruiter Work For – the Employer
or the Candidate?
The question of how we get paid logically leads to the question of for whom we work – the employer or the candidate. The short answer is both. Yes, it is important to understand that employers pay SOLACE RECRUITMENT, but it is in everyone’s best interest that we are able to match candidates to jobs that are a good fit for them – otherwise the likelihood of long-term success is reduced.
What Does a Recruiter Do, Exactly?
Great question! The specific benefits we provide candidates will vary from position to position, but here’s a general idea:
What SOLACE RECRUITMENT Recruiters are Looking
Recruiters are looking for candidates who meet the necessary job qualifications for a particular position, while also being a good fit for the client company’s culture and work style. While you may feel that you can perform all the job responsibilities as laid out in the job description, it is important to keep in mind that recruiters are typically given very specific guidelines from their employer clients. With so many candidates in the job pool, recruiters will focus first on the candidates who most closely match the client’s requirements.
How You Should Respond to a Recruiter
A recruiter may contact you if he or she feels that you may be a fit for a particular position. The recruiter may have received your resume if you applied for the job, from a job-search website, or from a recommendation from a colleague/co-worker. Our advice is to always listen to what the recruiter has to say. You may not be interested in the position at that particular time, but your situation may change in the future, so it is in your best interest to learn more about the position. If you know the position isn’t a fit for you, think about friends or colleagues who may be a better fit and let the recruiter know. They will appreciate the referral and it’s also a great way to help a friend advance their own career.
Why Hasn’t My Recruiter Gotten Back to Me Yet?
Recruiters work to place candidates in positions where they believe the candidate will be successful. If you have applied for a specific position, but the recruiter is not responding to you, it is likely that you do not meet the job qualifications, as outlined by the employer. Remember, recruiters cannot dictate which jobs are open – we can only fill jobs that are given to us by employers. While we make every effort to respond to job inquiries, due to the volume of resumes we receive, it is not always possible.
What is a “Good Fit”?
The term “good fit” is commonly used in the recruiting field. It refers to the candidate’s potential fit with an organization from all aspects – from work experience to work style to culture fit. Recruiters want to make sure they place the right person in the right job the first time. Therefore, it’s very important that the candidate and position are a “good fit” from all perspectives.
Tips for Working with Recruiters
As recruiters, we interact with wonderful people each and every day. And while the vast majority of job candidates are well meaning, sometimes the stress and anxiety of the job search can lead candidates to take some actions that are not in the best interest of their search. Hopefully you find this list helpful: